The industry that revolves around fashionable clothes you can rely confused with its cycles of supply and demand. It is no secret that every year the big fashion houses presented their new collections clothing, several weeks before the season starts facility. At this time there is a group of eager buyers of the latest fashion to be unable to resist, to join the rush of consumers exclusively at high prices. This custom function among their peers, less informed about the latest trends in fashion clothing, stress, and among those unable or unwilling to buy at such high prices. Stand, however, and differ from their peers is a motivation that has existed for millennia in the history of mankind, so what you see today, is to impose only the result of a sophisticated network of fashion industry on its own terms and a constant demand for their services. In summary, the fashion industry does not sell clothes, but the government sold one of the most precious of our modern society.
Therefore, the establishment of a cyclical industry, where some trends that went out of fashion decades ago again is used almost unchanged. For example, there will be a time in the women’s shoes have sharp points. At another time, ladies shoes have rounded edges, and in another year, these shoes have a straight tip. The psychological effect of the changing trends of fashion clothing for women occurs, is simply devastating: he could not bear walking on ice was a little, and very comfortable as you are using right now. It is the best motivation psychological pressure to use the new trends in fashion clothing? Regardless, the price may not have to pay, considering that at the end of the season, the prices are very low on the ground. Emotion binding only, and have the full force today.
So, how is the paradox that those who pay the high prices for fashionable clothing are just a few, and is a low demand for the product, which represents the state? Later, those who wish to join the new trend to have a deterrent effect on those who come the first article of the new trends for the application. This is where an interruption occurs, when fashion is becoming more popular, the result is that the price decreases, and the new trend is an old trend. Then reduce the increased demand, the price. The effect is amazing, and we have been through the different seasons, fashion clothes, can be sure that economic downturns do not depend on or be influenced by inflation and high rates of layoffs, because the consumer always set for the state.
Of course, in this equation is a very important element is missing, and the entry to clarify the issue. These are the media and their faces. Without it could not succeed in the fashion apparel industry. The media are obviously large consumers of brilliant new content. The best of these contents will do by what they say and, given the most prominent faces of each society. Speaking of “faces” we’re talking about artists and important people. They are the ones that reflect new trends to the masses, eager to learn about the lives of their idols. It is the fastest way to impose a new dress. The new mode was used for the first time the faces of our society.
The fashion industry is business attire, the interest earned serious study. It is one of the great paradoxes of the conventional economy and should serve to change our economic paradigm. At the end of the day, people buy what they want and not buy what they need.
Monthly Archives: January 2012
The paradox of management: A session in headship
Most managers live in a world that resembles a war zone. There are a seemingly endless barrage of situations, problems and delivery imperatives they face daily. Often in the automatic mode, run the solutions on the fly, working hard to demanding with their workloads. They are exhausted but full of joy.
Caught up in this way, it is impossible that the managers are always ahead. They are carrying out “now” or worse, “the past”, where some problems remain unsolved. There is simply no time to reflect on things, not to mention to the anticipation and planning for the future. The position of the standard manager devoted to the reaction. Against this background, unhappy world of a manager, how to him / her self to this riddle?
The Other Side
To begin to formulate a solution, it is important to appreciate what is on the other side of the equation of management: What is and what happens there. The flip side is that employees of the manager. These are the resources that the organization has made available to the manager to assist in achieving results.
Often there is a dramatic change in perception between what the manager believes that employees want and what in fact the desire of the people. Most people want more than a paycheck – they really want to be educated, to be paid and respected.
Employee surveys always make sure that the majority of employees:
• To access more information relating to the business relationship
• Want more serious in the solution of problems
• Do you want greater involvement in decisions that affect their work to achieve
• Do you want to take more responsibility, authority and responsibility
• To make more significant contributions to the organization
Because employees represent a large pool of underutilized knowledge, talent and ideas, the solution to this ambitious goal of their employees’ needs, while at the same time to the needs of the organization. Imperative that the administrator is, therefore, to achieve this delicate balance and alignment.
The paradox of the management
Therefore, the paradox of management has proved only that is flooded during the manager and overburdened staff are available and willing to take on larger assignments are. Managers must have their prejudices, that they are only capable of certain activities and create new ways of organizing and distributing work to expand the participation of workers in the expansion of the tasks states.
Some business owners and managers to discount this idea out of hand. They argue that their employees’ motivation and basic skills to take on more responsibility is missing. Are examples of sub-par performance and inefficiency. They reflect the low esteem in which their employees bring to expression.
I call this thinking by suggesting that these cases are primarily the result of a colossal failure of the administration – this is actually the director, who will de-motivate employees. Place is to meet a higher standard and support their employees to do what effective managers.
Another voice
Let me say that this is different. In one corner is the director, who is struggling with an overwhelming workload. Achievement is assumed that the result is only more time and effort. The manager takes full responsibility, not only the results but also that the actual activity. This is painful and is self-inflicted.
In the other corner are the employees of the administrator who really want more. Thus, while the manager is running irregularly employed spinning their wheels. If you do not trust my opinion, just ask. They will tell you the correct answer. Is not that worth trying a different approach?
Required Actions
I’ve heard that the administrators. “Do you not know that” The manager is assumed in this case, not only to understand what employees want, but also careful consideration, what information suitable for them. Only through ongoing discussions and exchange of relevant information, the gap can be reduced.
Employees are much more intimate with her work is her manager. As such, they are better able to identify bottlenecks and inefficient processes and other problem areas. Inevitably, you’ll also have lots of ideas to be useful and accessible, to make improvements.
The manager must maintain and support the conditions for the solution of problems in the team during the development of this experience for your employees. And if they support proposed decisions, the solutions of the employees, provided that the resulting application is attracted to strong, effective and sustainable.
As managers are the most information with the staff and participate substantially in the process of problem solving, both competence and confidence of the people is improved. This creates a fertile opportunity for managers to delegate more responsibility and authority to employees and thus the possibility of division of labor in a different and new. The result is that employees are satisfied and the director finally has some time to anticipate and plan for the future.
Employees who have worked better informed, more and increases the responsibility of the competent authority, covers a system of personal responsibility. This is a positive work environment where every committed to is making the maximum contribution to the success of the organization have resulted.
The application of change
The implementation of such a change is a deliberate act of the administration. It requires a vision of a different kind of job and a new set of relationships.
It is designed to test the inherent belief that a manager may hold, and for many, this can be a nasty and threatening. The Manager must be comfortable with the idea of ??a new coaching role more people-centric.
Employees also need to develop complementary skills to cope with their increased responsibilities and gain confidence in their newly enhanced features. Moreover, the procedure is usually requires a high degree of planning and coordination.
Diamond Management Institute develops high-performance organizations through personalized management consulting, strategic and operational planning, management and training solutions for employees. We are passionate about improving the performance and efficiency – for organizations and individuals.
The paradox of training – training and they are worth more for me and my competitors!
Training is a paradox. If your employees, who are not only valuable, work out, they are also more valuable to their competitors. Once you have your education, you can simply leave.
The solution:
or hiring fast learners
o Use only the training time
For years, advisors have told me to train my staff that the training more productive. But if I do, people often go out the door and another company gets the advantage of all the money and my time!
Like many entrepreneurs, this advice bugged me and confused me. I knew it was true: better-trained people perform better. Then he began to apply only in training time.
This approach is much better, and not your competitors get a freebie. Create valuable bundles of tasks and responsibilities for new employees-meaningful role in falls. Creating feasible and real functions requires the separation of the first elements of the complex existing roles and creating new jobs closer to people quickly learn to begin contributing immediately.
This approach offers its employees a sense of ownership for their work. It also carries a commitment for a higher quality because their reputations are tied directly observable results within your control. When a person gets up to speed on each set of tasks and begins sent your goal is to continue with new responsibilities. The Phases of each package for a new job.
The good news is that one of the important pieces of work for people who do not give to the depth and wisdom of all the work. However, you can not do and go away. This requires a high level of engagement-ongoing negotiation, coaching, and measuring, you and your managers.
The real challenge for companies is to provide an environment where all employees are to some degree, to create knowledge workers. This means that any training, but not for the long term. Others form an hour, day, and a week after.
Most people today want to learn what they need when they need to learn, and learn, not because they are lazy or have a short attention span. Just-in-time learning is the only way, given the flood of information, each trying to learn. We must be strategic about learning. “Will this be useful today or tomorrow?” is the crucial question.
There are hundreds of corporate universities in the United States, including a high percentage of the Fortune 500. They range from poor to excellent, as are the universities ‘real’. But the future of specific skills for specific jobs within your company is now.
Yes, new employees are by training camp. But if you use a camp for 10 days, make it three days and get them to act quickly. Then lunch with regularity, to follow a specific training.
If you want real talent in their new recruits, your ability to learn quickly and reduce concentrates its focus on the skills they bring now.
Once set, the employee will be combined with a relatively simple initial work or tasks. Deliver training to get exactly what you need to know in order to be ready to work tomorrow or next week. Then an experienced employee spends the minimum time necessary for the new workers how to teach the first task.
The new man does not overshadow the more experienced person watching, taking notes, and waiting to learn by osmosis. Rather it is a low cost, warehouse-on-a quick start for maximum effect.
Whenever new tasks are added to the work of the new person, someone with more experience provides practical instructions, provided the minimum amount to ensure that new tasks are learned.
Did your employees lose the big picture with this “progressive” education? Potentially could. The low-cost way of doing this (and also build teamwork) is to prevent, regular team meetings at all informed about their strategy.